Are we talking about the big tech companies or a SWE at a non tech company?
Because ALL the big tech firms will have similar levels of TC. For example a staff SWE at Google in SF will make $267k cash and $292k stock according to levels.fyi. This cash amount can reasonably be $6000 after taxes. Note that the stock vests monthly. You can literally auto-sell the stock for an extra 100+% cash every month.
Meta vests quarterly which is still sufficiently often and they pay even more stock.
Netflix is known not to grant stock but they will pay the equivalent in cash.
Amazon has a graduated vesting policy but the annual TC is still normalized.
If $6197 is your only form of compensation per two weeks, then that’s not a big tech salary. you can go make that outside a high CoL area. But if you live in SF, it’s a reasonable cash deposit for a staff SWE (except Netflix).
Something to keep in mind here is that senior and super-senior engineers (staff, principal, distinguished, whatever honorifics they’re using now) are a minority within the engineering population, by design. Of engineers with those titles, only a minority of them work at the megatech companies that sit at the top of the stock market. They are huge corporations, but they aren’t the majority of the market. And there’s nothing to suggest that someone getting that paycheck is making over half a million a year in total comp.
And speaking of “Total Compensation”, a general PSA for anyone in tech (especially new devs): don’t consider equity as compensation until you can and do cash it out. If it’s not money in your bank account, it’s not compensation, it’s a lottery ticket. If you are offered options, especially if you’re early in your career, you’re very likely to exit the company (either voluntarily or via a layoff) before any of your options mature, much less all of them. Most options plans start vesting after 12 months, and don’t fully vest until 4 years. the median tenure for tech workers with a college degree in the US aged 25-34 is 2.8 years, so the majority of them would be leaving before a significant percentage of their options mature. It might still be a good gamble in some cases, and even bad gambles sometimes pay off, but don’t make the mistake of equating equity with cash, they aren’t the same.
Are we talking about the big tech companies or a SWE at a non tech company?
Because ALL the big tech firms will have similar levels of TC. For example a staff SWE at Google in SF will make $267k cash and $292k stock according to levels.fyi. This cash amount can reasonably be $6000 after taxes. Note that the stock vests monthly. You can literally auto-sell the stock for an extra 100+% cash every month.
Meta vests quarterly which is still sufficiently often and they pay even more stock.
Netflix is known not to grant stock but they will pay the equivalent in cash.
Amazon has a graduated vesting policy but the annual TC is still normalized.
If $6197 is your only form of compensation per two weeks, then that’s not a big tech salary. you can go make that outside a high CoL area. But if you live in SF, it’s a reasonable cash deposit for a staff SWE (except Netflix).
I’m talking about this image
And this comment:
Something to keep in mind here is that senior and super-senior engineers (staff, principal, distinguished, whatever honorifics they’re using now) are a minority within the engineering population, by design. Of engineers with those titles, only a minority of them work at the megatech companies that sit at the top of the stock market. They are huge corporations, but they aren’t the majority of the market. And there’s nothing to suggest that someone getting that paycheck is making over half a million a year in total comp.
And speaking of “Total Compensation”, a general PSA for anyone in tech (especially new devs): don’t consider equity as compensation until you can and do cash it out. If it’s not money in your bank account, it’s not compensation, it’s a lottery ticket. If you are offered options, especially if you’re early in your career, you’re very likely to exit the company (either voluntarily or via a layoff) before any of your options mature, much less all of them. Most options plans start vesting after 12 months, and don’t fully vest until 4 years. the median tenure for tech workers with a college degree in the US aged 25-34 is 2.8 years, so the majority of them would be leaving before a significant percentage of their options mature. It might still be a good gamble in some cases, and even bad gambles sometimes pay off, but don’t make the mistake of equating equity with cash, they aren’t the same.